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The employee in an employer-employee relationship is authorized to act on behalf of the employer in all business situations.

The principal in a principal-agent relationship has no authority over contracts made by the agent.

The employee in an employer-employee relationship can sign contracts on behalf of the employer.

The agent in a principal-agent relationship is authorized to act on behalf of the principal.

2. In certain types of agencies, the parties involved do not sign a formal contract. However, it can be inferred from their conduct, that they are part of the agency. What is this kind of agency known as?

Implied agency

Express agency

Agency by ratification

Agency by contract

3. Beta Corp. and Woodrow LLC. have formed an agency. Both parties have agreed to the terms on which the agency will operate, and they have signed a contract. According to the terms of the contract, Woodrow, the agent, is authorized to act on behalf of Beta. Identify the type of agency illustrated in the scenario.

Agency by ratification

Express agency

Implied agency

Apparent agency

4. What is true about disparate-treatment discrimination?

It involves discrimination against an entire protected class.

It involves discrimination against an individual belonging to a protected class. It refers to discrimination against an individual who

does not belong to a protected class or minority.

It occurs when a company does not follow racially neutral employment practices.

5. What is true about color discrimination?

It can be justified by a bona fide occupational qualification.

It is essentially the same as discrimination based on race.

It is covered under Title VII.

It is prohibited but victims cannot recover damages even if discrimination is proved.

6. Identify the true statement about law in the United States, in the context of gender discrimination.

The laws that prohibit gender discrimination apply only to women.

The law does not specifically prohibit discrimination based on sexual orientation.

The law prohibits employment discrimination based on pregnancy.

The laws against gender discrimination do not prohibit quid pro quo sexual discrimination.

7. Which of the following remedies can be granted by courts for violations of Title VII of the Civil Rights Act of 1964?

Reasonable attorney's fees to the plaintiff

Reduction of salaries for all other employees in the plaintiff's company

Unlimited power to the plaintiff to hire and terminate other employees in the company

Punitive damages in the amount requested by the plaintiff

8. What remedy is a court likely to grant an employee if his or her employer is found to have violated the Equal Pay Act?

The employer will be required to lower the wages of other employees to bring in uniformity.

The employee will be eligible for a pay hike but will not be able to recover back pay.

The employee will be able to recover damages but will not be able to have his or her wages increased.

The employee will be able to recover back pay as well as liquidated damages.

9. What is true about the Age Discrimination in Employment Act (ADEA)?

It enables plaintiffs to recover damages, even where bona fide occupational qualifications have been shown by their employers.

It allows employers to use employment advertisements that discriminate against applicants on the basis of age.

It ensures the reinstatement of plaintiffs, if they have been terminated on the basis of age.